An Expert Q&A with James Davies of Lewis Silkin regarding how the Brexit vote impacts US employers. On June 23, 2016, the UK voted to leave the EU. Practical Law's US Labor & Employment team reached out to Mr. Davies to better understand specific implications for US employers.

On June 9, 2016, Christopher J. Collins of Sheppard Mullin Richter & Hampton LLP, Kalpana Kotagal of Cohen, Milstein, Sellers & Toll, PLLC, Justin Mulaire of the US Equal Employment Opportunity, and Anna Pohl, Senior Legal Editor with Practical Law Labor & Employment, presented Effective Conciliation and Demystifying Intervention in EEOC Cases: Perspective from All Sides, a webinar demystifying conciliation and intervention under the federal anti-discrimination statutes. This webinar addresses obligations on the part of employers, charging parties and the EEOC in conciliating and litigating EEOC cases. You can access the recorded webinar here.Click here to download the webinar slides.

An expert Q&A with James R. Evans, Jr. of Alston & Bird LLP on the impact of California's Fair Pay Act (FPA). This Q&A discusses the FPA's requirement that employees of the opposite sex be paid equally for "substantially similar work," its other provisions and requirements, and practical steps employers can take to comply.

This State Insights Article addresses hostile work environment claims under Title VII of the Civil Rights Act of 1964 (Title VII) and the Texas Commission on Human Rights Act (TCHRA). It discusses factors to be considered by federal and state courts in Texas when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Texas. Local or municipal law may impose additional or different requirements.

An Article discussing disability discrimination law under the Americans with Disabilities Act of 1990 as it relates to employees with psychiatric disabilities. In particular, this Article addresses recent developments in reasonable accommodation of psychiatric disabilities and best practices for employers.

An expert Q&A with George L. Washington, Jr. of Orange Business Services about the impact of the US Supreme Court's decision in EEOC v. Abercrombie & Fitch Stores, Inc., which clarified that an applicant seeking to prove a disparate treatment claim under Title VII of the Civil Rights Act of 1964 (Title VII) only must show that the need for a religious accommodation was a motivating factor in the prospective employer's adverse decision and not that the employer had actual knowledge of the applicant's need for an accommodation.

An Expert Q&A with Patti C. Perez of Ogletree, Deakins, Nash, Smoak & Stewart, P.C. on what employers need to know about mental health issues in the workplace. The Expert Q&A includes a discussion of the rights and responsibilities of employers and employees under the Americans with Disabilities Act (ADA), the interactive process of finding a reasonable accommodation for disabled employees, the confidentiality of medical information and more.

An Expert Q&A with Brian McDermott of Ogletree about the impact of the US Supreme Court's decision in Young v. United Parcel Service, Inc. (UPS), which established a new "significant burden" standard for analyzing claims under the Pregnancy Discrimination Act (PDA) and revived a UPS driver's pregnancy discrimination claims against her former employer.

This State Insights Article addresses hostile work environment claims based on national origin under Title VII of the Civil Rights Act of 1964 (Title VII) and the California Fair Employment and Housing Act (FEHA). It discusses factors to be considered by federal and state courts in California when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in California. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims based on national origin under Title VII of the Civil Rights Act of 1964 (Title VII) and the New York Human Rights Law (NYHRL). It discusses factors to be considered by federal and state courts in New York when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in New York. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims based on national origin under Title VII of the Civil Rights Act of 1964 (Title VII) and the Texas Commission on Human Rights Act (TCHRA). It discusses factors to be considered by federal and state courts in Texas when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Texas. Local or municipal law may impose additional or different requirements.

An expert Q&A with Sarah Andrews of Morgan, Lewis & Bockius LLP on the implications of the US Court of Appeals for the Eighth Circuit's decision in Ames v. Nationwide Mutual Insurance Company and other legal trends in lactation breaks and lactation discrimination litigation.

This State Insights Article addresses hostile work environment claims based on religion under Title VII of the Civil Rights Act of 1964 (Title VII) and the New York State Human Rights Law (NYSHRL). It discusses factors to be considered by federal and state courts in New York when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in New York. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims based on religion under Title VII of the Civil Rights Act of 1964 (Title VII) and the Texas Commission on Human Rights Act (TCHRA). It discusses factors to be considered by federal and state courts in Texas when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Texas. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims based on religion under Title VII of the Civil Rights Act of 1964 (Title VII) and the California Fair Employment and Housing Act (FEHA). It discusses factors to be considered by federal and state courts in California when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in California. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims based on religion under Title VII of the Civil Rights Act of 1964 (Title VII) and the Florida Civil Rights Act (FCRA). It discusses factors to be considered by federal and state courts in Florida when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Florida. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims under Title VII of the Civil Rights Act of 1964 (Title VII) and the California Fair Employment and Housing Act (FEHA). It discusses factors to be considered by federal and state courts in California when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in California. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses comparators under Title VII of the Civil Rights Act of 1964 (Title VII) and the California Fair Employment and Housing Act (FEHA). It discusses factors to be considered by federal and state courts in California when determining if an employee and a comparator are similarly situated in all material respects.

This State Insights Article addresses comparators under Title VII of the Civil Rights Act of 1964 (Title VII) and the Florida Civil Rights Act (FCRA). It discusses factors to be considered by federal and state courts in Florida when determining if an employee and a comparator are similarly situated in all material respects.

This State Insights Article addresses comparators under Title VII of the Civil Rights Act of 1964 (Title VII) and the New York State Human Rights Law (NYSHRL). It discusses factors to be considered by federal and state courts in New York when determining if an employee and the comparators are similarly situated in all material respects.

This State Insights Article addresses hostile work environment claims based on race under Title VII of the Civil Rights Act of 1964 (Title VII) and the Florida Civil Rights Act (FCRA). It discusses factors to be considered by federal and state courts in Florida when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Florida. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims under Title VII of the Civil Rights Act of 1964 (Title VII) and the Florida Civil Rights Act (FCRA). It discusses factors to be considered by federal and state courts in Florida when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in Florida. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses comparators under Title VII of the Civil Rights Act of 1964 (Title VII) and the Illinois Human Rights Act (IHRA). It discusses factors to be considered by federal and state courts in Illinois when determining if an employee and a comparator are similarly situated in all material respects.

This State Insights Article addresses hostile work environment claims based on race under Title VII of the Civil Rights Act of 1964 (Title VII) and the New York State Human Rights Law (NYSHRL). It discusses factors to be considered by federal and state courts in New York when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in New York. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses hostile work environment claims under Title VII of the Civil Rights Act of 1964 (Title VII) and the New York State Human Rights Law (NYSHRL). It discusses factors to be considered by federal and state courts in New York when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in New York. Local or municipal law may impose additional or different requirements.

This State Insights Article addresses comparators under Title VII of the Civil Rights Act of 1964 (Title VII) and the Texas Human Rights Act (THRA). It discusses factors to be considered by federal and state courts in Texas when determining if an employee and a comparator are similarly situated in all material respects.

This State Insights Article addresses hostile work environment claims based on race under Title VII of the Civil Rights Act of 1964 (Title VII) and the California Fair Employment and Housing Act (FEHA). It discusses factors to be considered by federal and state courts in California when determining whether harassing conduct is sufficiently severe or pervasive to create an actionable hostile work environment. It is intended as a guide for private employers in California. Local or municipal law may impose additional or different requirements.

An expert Q&A with Mary E. Drobka of Davis Wright Tremaine LLP on the impact of state laws permitting the recreational and medicinal use of marijuana on employers' workplace policies, hiring practices and disciplinary procedures.

An Article on the EEOC's Guidance on the use of criminal background information, including arrest and conviction records, for employment purposes under Title VII of the Civil Rights Act of 1964, including compliance requirements and best practices.

An expert Q&A with Stephen C. Mitchell of Fisher & Phillips LLP regarding guidance from the Equal Employment Opportunity Commission (EEOC) on employers' use of criminal history information in decisions about employment.

This Article examines the revised meaning of disability under the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act (ADAAA) and provides recommendations to help employers comply with the new standards.

On September 14, 2011, Practical Law Company and Ogleltree Deakins presented Deconstructing the Final ADAAA Regulations: How to Comply with the New Guidance, a one hour webinar on compliance with the ADAAA and the EEOC’s revised regulations. You can access the recorded webinar here (registration required to view recorded webinar). Click here to download webinar slides

This resource is a side-by-side comparison chart of the expanded definition of disability under the final regulations to implement the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), as compared to under the Americans with Disabilities Act of 1990 (ADA). For information on state law requirements, see the State Q&A Tools under Related Content.

Multinational companies are increasingly finding that a failure to manage employment liability risks on a global basis can lead to losses ranging from court awards or penalties to diminishment of corporate and brand image. This step-by-step guide provides a template for establishing global employment best practice standards and policies.